Payroll

Running payroll in-house is risky and time-consuming. We manage it end to end, processing payslips, filing HMRC Real Time Information (RTI) submissions, handling auto-enrolment pensions, and producing P45s, P60s and P11Ds, so your team is always paid correctly and on time.

For hospitality businesses, we also set up and run compliant tronc schemes to share tips fairly and tax-efficiently under the Employment (Allocation of Tips) Act. Whatever your sector, we keep you fully payroll compliant with HMRC and The Pensions Regulator.

Fully managed payroll, every pay run

We run weekly, fortnightly and monthly payrolls of any complexity, variable hours, overtime, bonuses, commission, statutory sick and parental pay, and student loan and pension deductions. Each pay run includes:

• Payslips issued to your employees through a secure portal;
• RTI Full Payment Submissions filed with HMRC on or before payday;
• Calculation of PAYE, National Insurance and the exact amount to pay HMRC each month;
• Starter and leaver processing, including P45s;
• Year-end P60s, and benefit-in-kind reporting where needed.

RTI: why the deadline is payday, not month end

Under Real Time Information, the submission must reach HMRC on or before the day you pay your staff, not at the end of the month. Late submissions attract penalties that escalate with the size of your payroll, and repeated lateness draws attention. PAYE and National Insurance are then payable to HMRC by the 22nd of the following month where you pay electronically. We handle both, and tell you the exact figure to pay well before it is due.

Auto-enrolment pensions handled for you

Every employer has ongoing auto-enrolment duties: assessing workers each pay period, enrolling those who qualify, managing contributions, handling opt-outs, and re-enrolling eligible staff every three years, a cyclical duty that catches out employers who assume it was a one-off at staging. We handle the full process and your Declaration of Compliance, so you stay on the right side of The Pensions Regulator.

Our guides to auto-enrolment for new employers and the three-year re-enrolment cycle set out the duties in full.

Keeping employment costs down, legitimately

With employer National Insurance at 15%, the structure of your payroll matters more than it used to. We make sure you claim the Employment Allowance if you qualify, use salary sacrifice where it still works, and set director pay at the right level. Electric car schemes remain one of the few genuinely efficient benefits left, and trivial benefits are a small but free win.

See our guides to the Employment Allowance, the most tax-efficient director salary, electric company cars and trivial benefits.

Benefits, P11Ds and the move to payrolling

If you provide company cars, medical cover or other taxable perks, these have to be reported and Class 1A National Insurance paid. That process is changing: payrolling of most benefits in kind becomes mandatory from April 2027, replacing the annual P11D for the benefits in scope. Employers who register voluntarily beforehand get to learn the process on a year that is not compulsory. Our guide to payrolling benefits in kind explains what to do and when.

Tronc schemes for hospitality

Tips are a minefield. A properly run tronc scheme lets restaurants, bars and salons distribute tips and service charges fairly and exempt qualifying amounts from National Insurance, while meeting the Employment (Allocation of Tips) Act duties on fairness, timing and record-keeping. We set up the independent troncmaster framework and run it alongside your payroll. Read our guide to tronc schemes, tips and the law.